NEURODIVERSITY IN THE WORKPLACE

Description

Can companies be more inclusive of neurodistinct individuals while maintaining professional standards? In short, Yes. At least 20% of the adult population is neurodistinct (based on statistics). Neurodistinct conditions and population prevalence, respectively, include autism (2.2%), ADHD (4.4%), anxiety (18%), dyslexia (15%), dyspraxia (6-10%), and more. Liz Green, OTR/L will explore the psychology of what it means to think, process, interact, and self-regulate on the “edges of the bell curve”. Techniques will be taught as to how individual differences can be respected with regards to variance in processing, perception, thinking, and communication between teams and managers. Attendees will gain actionable knowledge regarding the intersection of disclosure and psychological safety as elements of retention and advancement. Additionally, use of OT will be proven as instrumental in fostering a neuro-inclusive environment that promotes employee engagement alongside improved innovation and profitability. Learning Objectives: Understand the key components of neurodiversity, including the business case for neurodiversity and neuroinclusive programming. Determine an action plan to improve company-wide neurodiversity awareness, acceptance, and appreciation, no matter the size of the organization. Navigate intersectionality between the neurodiversity movement, interpersonal dynamics, psychological safety and company culture at large.